Summary IOWA AIR NATIONAL GUARD - TITLE 5 EXCEPTED SERVICE POSITION This position is a Title 5 Excepted position open to the public. Military membership is not required, and Veteran's Preference applies. LOCATION: HRO, JOHNSTON, IOWA The incumbent serves as the Deputy Human Resources Officer. Advises TAG, staff elements, and operating officials on matters of manpower and HR management with continuing responsibility for all aspects of technician management to include both dual and Title 5 personnel. Responsibilities As a ASST HR OFFICER (TITLE 5), GS-0201-13, you will perform the following duties. 1. The incumbent assists in development and administration of state rules and procedures that are adapted from policies prescribed by the National Guard Bureau, the Office of Personnel Management (OPM), Department of the Army, and Department of the Air Force. Establishes and maintains liaison with OPM, U.S. Department of Labor, Federal Labor Relations Authority, and other human resources offices. The incumbent has overall responsibility for the full range of human resources management major duties and responsibilities as follows: a. HR Development: Directs the planning, operations, and administration of determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments. b. Employee Benefits: Directs the planning, operations, and administration of the S/T/DC federal employee benefit, leave, such as health, life insurance, dental, vision, leave Thrift Saving Plan (TSP), physical capability requirements, limited duty, and the Federal Employees Compensation Act (FECA), available retirement programs and options. Directs the planning, operations, and administration of Mass Transit, Reasonable Accommodations (RA), and Telework Programs and policies, Worker's Compensation and Unemployment Programs, and adherence to the Uniformed Services Employment and Reemployment Rights Act (USERRA). c. Equal Opportunity Programs: Applies Equal Opportunity (EO)/EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination. May supervise the EEO administrative only, EEO cases will report directly to TAG/CG or Director of the Joint Staff. d. HR Information Systems: Directs the planning, operations, and administration of the HR Information Systems (automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services). e. Performance Management and Employee/Labor Relations: Directs the planning, operations and administration of programs advising both management and subordinates on matters pertaining to performance management, and employee recognition and incentive awards programs, conduct and discipline, the labor relations program. f. Position Classification and Position Management: Directs the planning, operations and administration of the position classification and position management program, S/T/DC manpower policies and directs their implementation with OPM, DoD, DA, DAF, and NGB policies and authorizations. g. Recruitment/Placement and Compensation: Directs the planning, operations, and administration of the S/T/DC merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations. h. Federal Funds Management: The incumbent of this position is responsible for the management of federal funds relating to the Full-Time Workforce personnel to include travel, salaries, training, and incentives costs. Establishes procedures and ensures expenditures are in accordance with extent and intent of appropriation. 2. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate. 3. The incumbent shares in and assists the Human Resources Officer with directing HRO programs and projects, and carry out assigned missions; plans, directs, coordinates, and expedites special projects and actions appropriate for each program, when tasked will undertake special studies. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. 3. The incumbent shares in and assists the Human Resources Officer with ensuring that mobilization plans are developed when mobilization plans are developed and implemented to support Full-Time Workforce personnel as needed /when directed. The incumbent shares in and assists the Human Resources Officer with development, implementation, and management of the HRO Continuity of Operations (COOP) plan to support the S/T/DC. Performs other duties as assigned. T5015P01 Requirements Conditions of Employment Qualifications In describing your experience, please be clear and specific. We will not make assumptions regarding your experience. Applicants who do not fully address the minimum/specialized experience needed for the position in their resume will not be referred for consideration. MINIMUM EXPERIENCE: Experiences gained through civilian and/or military technical training schools within the human resources business programs are included as general experience qualifications. An applicant must have a validated understanding of the basic principles and concepts of the occupational series and grade. Must have at least one year of specialized experiences at the GS-12 level or the equivalent in personnel and manpower core competencies: Organization Structure, Requirement Determination, Program Allocation and Control, and/or Performance Improvement. In addition to a high degree of analytical ability, applicants at this expert level must have a full range of competencies in regard to implementing and managing applicable directives, regulations, policies, merit principles and practices related to federal civilian, military, and National Guard technician personnel programs. SPECIALIZED EXPERIENCE: GS 0201 13 - Must be an expert in federal government programs, such as merit principles and prohibited practices. Must have a full-range of competencies in writing, designing, formatting, publishing, and presenting briefings for senior leadership at conferences, workshops, or special committee meetings. Experienced in directing force development and force shaping programs. Experienced in developing, controlling, programming and allocating manpower resources in support of plans, programs, budgets and execution procedures. Competent in processing organizational change actions to activate, inactivate, redesignate, and/or reorganize structures. Experienced in conducting performance management and productivity programs; assessing and documenting organizational performance; and advising on process improvement, best practices, and optimal performance. Experiences involved using internal controls to manage and maintain sound financial budgets and corporate standards. GS-13 SUPERVISORY QUALIFICATIONS: Must have experiences in managing and supervising work functions and discipline requirements. Experienced in conducting employee performance valuations; mentoring employees; managing resources and budgets; and directing assigned work. Experienced in effectively and efficiently planning and scheduling work that met or exceeded work requirements and expectations. Experienced in structuring assignments to create viable procedures that resulted in measured and improved task processes. Must have professional experiences and demonstrated abilities to train and mentor employees on the correct procedures and required competencies to address and resolve employee performance and/or behavior issues. Experienced in identifying employees' strengths and weaknesses that resulted in their increased performance values in quality work, accurate decisions, timeliness considerations, and work efficiencies. Must have expert knowledge of merit principles, equal employment, and affirmative action guidelines. Education A high school diploma or general education development (GED) diploma is required. An undergraduate degree from an accredited college/university is desired. A graduate degree from an accredited civilian academic college or from an equivalent professional military education school is optimum. You must provide transcripts or other documentation to support your educational claims. To receive credit for education, you must provide documentation of proof that you meet the education requirements for this position. Additional Information SECURITY CLEARANCE REQUIREMENT: Employment is subject to attaining and maintaining a clearance as required by this position. If the selectee does not possess the applicable security clearance when hired, application must be made within 30 days of the start date. Failure to make application for the required security clearance will result in termination of employment. TRIAL PERIOD REQUIREMENT: As a condition of employment for accepting this position, you will be required to serve a 2-year trial period or 1-year (Veterans Preference Eligibles Only) during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: Your performance and conduct. The needs and interests of the agency. Whether your continued employment would advance organizational goals of the agency or the Government; and Whether your continued employment would advance the efficiency of the Federal service. Upon completion of your trial period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest. If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency (https://www.sss.gov/RegVer/wfRegistration.aspx). APPLICATION MATERIALS MUST BE RECEIVED BY 06/12/2026. FAILURE TO PROVIDE COMPLETE INFORMATION MAY RESULT IN YOU NOT RECEIVING CONSIDERATION FOR THIS POSITION. Please refer to the Qualifications and Evaluations Section of this Announcement to understand the qualification requirements, and the How to Apply Section for detailed instruction on applying. Annuitants other than DSR annuitants hired on or after November 25, 2003, shall not have their salary offset by the amount of the annuity received for the period of reemployment in accordance with section 9902(h) of Reference (b). These individuals shall receive full salary and annuity during the period of reemployment; they shall not be considered employees for the purposes of subchapter III of chapter 83 or chapter 84 of Reference (b) (e.g., ineligible for retirement deductions, ineligible to participate in the Thrift Savings Plan); and their period of reemployment shall not be creditable for a supplemental or redetermined annuity.
